Gender Pay Gap Reporting
Lewis Silkin can advise employers with more than 250 staff in the UK on complying with their annual gender pay gap reporting obligations.
Properly structured, this can be conducted on a legally privileged basis allowing employers to plan for how to address difficult issues raised by the results without creating disclosable documents. We understand that addressing the gender pay gap is also about wider HR and employment relations issues such as hiring, promotion and appraisal processes. We are ideally placed to help you develop and implement an action plan addressing all relevant legal, HR, practical and operational challenges.
Key steps for employers include the following:
- working out if you are in scope. A legal entity with 250 or more ‘relevant employees’ will have to report its gender pay gap. If you are part of a group of companies, multiple entities may need to comply. Pending clarification in the final version of the regulations, ‘relevant employees’ could include not just ‘ordinary’ employees, but also other types of workers and even some self-employed contractors
- trialing the process. Employers should consider a “dry run” to get an idea of what they will need to report. This in turn will allow them to consider what factors might be generating any pay gap or skewing their figures, and what narrative they could include in their report to put gender pay gap statistics into context
- change your pay practices to improve your statistics. A range of steps should be considered. Would managers benefit from clearer guidance on how to make decisions on salary reviews and bonuses? Should managers attend unconscious bias training? Are appraisals structured in such a way as to control for gender bias? Could programmes to encourage the career development and progression of female staff be developed or improved upon?
How Covid-19 has messed up gender pay gap statistics: Tom Heys writes for Compliance & Risk Journal11 June 2020
The current pandemic will affect employers obligations to report on their gender pay gap, which came into force in the UK in 2017, in a number of ways. Tom Heys explains the impact of Covid-19 on these obligations, highlighting the practical issues involved and how employers can tackle them.
Tom Heys comments for HR Grapevine: 100% of UK employers have published their Gender Pay Gap data07 August 2018
In an article for HR Grapevine, Tom Heys discusses Gender Pay Gap reporting and states the regulations are progressive and valuable in terms of shedding light on workplace inequality.
CEO pay ratio reporting coming soon12 June 2018
Good news for fans of gender pay gap reporting who work for UK-listed companies – executive pay gap reporting will soon be added to your to-do list as well.
Michael Burd writes for The Law Society: Gender pay gap reporting09 May 2018
In an article for The Law Society, Michael Burd reflects on the gender pay gap reporting results, in relation to the legal sector.
EHRC gets tough on enforcing gender pay gap reporting26 April 2018
Enquiries by Lewis Silkin have revealed that the Equality and Human Rights Commission (“EHRC”) is adopting a rigorous approach to enforcement of the gender pay gap reporting (“GPGR”) regime.
Joanna Hunt writes for HR Zone: How is the gender pay gap impacting the migrant female workforce?20 April 2018
In an article for HR Zone, Joanna Hunt discusses what the results of gender pay gap reporting mean for employers and workers of both genders, and more importantly what we can do about it.
Michael Burd comments for New Law Journal: Mind the pay gap09 April 2018
In an article for New Law Journal, Michael Burd discusses gender pay gap reporting, stating it would ‘undoubtedly be a driver for change’ but did ‘not tell the whole story.'
Michael Burd comments for LexisNexis: Gender pay gap reporting – a ‘seminal moment’ and a ‘driver for change’06 April 2018
Michael describes gender pay gap reporting as a ‘seminal moment’ but warn that action against companies who fail to report by the deadline, may be ‘little beyond naming and shaming’.